- Oxford Library of Psychology
- Oxford Library of Psychology
- About the Editors
- Foreword: The Abundant Organization
- Oxford Handbook of Positive Psychology and Work
- Finding the Positive in the World of Work
- The Changing World of Work
- Generation Me and the Changing World of Work
- What is Authentic Leadership Development?
- Enablers of a Positive Strategy: Positively Deviant Leadership
- Change and Its Leadership: The Role of Positive Emotions
- Working Positively Toward Transformative Cooperation
- Strengths: Your Leading Edge
- Toward a Positive Psychology for Leaders
- Employee Engagement and the Psychology of Joining, Staying in, and Leaving Organizations
- Work as Meaning: Individual and Organizational Benefits of Engaging in Meaningful Work
- More than Meets the Eye: The Role of Employee Well-Being in Organizational Research
- Positive Engagement: From Employee Engagement to Workplace Happiness
- Using Coaching and Positive Psychology to Promote a Flourishing Workforce: A Model of Goal-Striving and Mental Health
- Mindfulness at Work: Paying Attention to Enhance Well-Being and Performance
- Work-Life Balance: The Roles of Work-Family Conflict and Work-Family Facilitation
- Strengths Development in the Workplace
- Strengths of Character and Work
- Dream Teams: A Positive Psychology of Team Working
- Positive Organizational Scholarship Leaps into the World of Work
- Look Before You Leap or Dive Right In? The Use of Moral Courage in Response to Workplace Bullying
- An Integrated Model of Psychological Capital in the Workplace
- Building the Positive Workplace: A Preliminary Report from the Field
- Good for What? The Young Worker in a Global Age
- What's Wrong with Being Positive?
- Building Positive Organizations
Abstract and Keywords
Coaching is widely used in the workplace to facilitate goal attainment and behavior change. Where coaching interventions are primarily used to enhance goal attainment, positive psychology interventions are primarily used as a means of enhancing well-being. However, despite the clear synergies between coaching and positive psychology there has been little work done on developing models that integrate these two separate but highly complementary change methodologies. This chapter outlines a range of coaching applications that are frequently used in the workplace and discusses differences between internal and external coaching and distinguishes executive from workplace coaching. Drawing on the concepts of languishing and flourishing, this chapter presents a dimensional model of goal striving and mental health/mental illness with two key dimensions: (1) mental health-illness and (2) intentional goal striving (high or low). A case study of the use of these positive psychology concepts in coaching is used to illustrate key points.
Anthony M. Grant, Coaching Psychology Unit, School of Psychology, University of Sydney, NSW, Australia
Gordon B. Spence, Coaching Psychology Unit, School of Psychology, University of Sydney
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